{"id":32135,"date":"2019-10-31T21:45:19","date_gmt":"2019-10-31T18:45:19","guid":{"rendered":"https:\/\/prohoster.info\/blog\/a-nuzhny-li-headhunter-y\/"},"modified":"2019-10-31T21:45:19","modified_gmt":"2019-10-31T18:45:19","slug":"a-nuzhny-li-headhunter-y","status":"publish","type":"post","link":"https:\/\/prohoster.info\/sq\/blog\/novosti-interneta\/a-nuzhny-li-headhunter-y","title":{"rendered":"A jan\u00eb t\u00eb nevojshme Headhunter-at?","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"<p>Nj\u00eb k\u00ebrkes\u00eb e re nga Headhunter-i m\u00eb b\u00ebri t\u00eb mendoj pse puna n\u00eb k\u00ebrkimin e stafit nuk \u00ebsht\u00eb gjithmon\u00eb efektive dhe ndonj\u00ebher\u00eb madje kontraproduktive p\u00ebr klient\u00ebt e tyre. <\/p>\n<p>\u00c7do person q\u00eb punon n\u00eb fush\u00ebn IT me nj\u00eb rregullshm\u00ebri t\u00eb admirueshme merr k\u00ebrkesa nga Headhunter-at. Disa e injorojn\u00eb plot\u00ebsisht k\u00ebt\u00eb lloj k\u00ebrkese, nd\u00ebrsa disa vazhdojn\u00eb t\u00eb refuzojn\u00eb me mir\u00ebsjellje k\u00ebta gjuetar\u00eb kokash.<br \/>\n<noindex><a rel=\"nofollow\" name=\"habracut\"><\/a><\/noindex><br \/>\nSipas mendimit tim, ka disa arsye q\u00eb ndjesh\u00ebm zvog\u00eblojn\u00eb efikasitetin e pun\u00ebs s\u00eb rekrutuesve.<\/p>\n<p>M\u00ebnyra m\u00eb e r\u00ebnd\u00ebsishme e d\u00ebshtimit n\u00eb k\u00ebrkimin e stafit \u00ebsht\u00eb plot\u00ebsimi i munges\u00ebs s\u00eb qasjes individuale ndaj kandidat\u00ebve potencial\u00eb.<\/p>\n<p>Si shprehet kjo? Le t\u00eb shqyrtojm\u00eb nj\u00eb shembull fiktiv.<\/p>\n<p>Disa vjet m\u00eb par\u00eb, nj\u00eb punonj\u00ebs i agjencis\u00eb s\u00eb rekrutimit Best Headhunters kontaktoi p\u00ebrmes platform\u00ebs Xing (platforma m\u00eb e njohur n\u00eb internetin gjermanofon) nj\u00eb specialist n\u00eb fush\u00ebn e Cloud, zotin Cloudman. Zoti Cloudman e fal\u00ebnderoi me mir\u00ebsjellje p\u00ebr ofert\u00ebn dhe i b\u00ebri t\u00eb ditur rekrutuesit se ishte plot\u00ebsisht i k\u00ebnaqur me pun\u00ebdh\u00ebn\u00ebsin e tij aktual. Pas nj\u00eb periudhe, zoti Cloudman merr p\u00ebrs\u00ebri nj\u00eb ofert\u00eb nga i nj\u00ebjti punonj\u00ebs i agjencis\u00eb s\u00eb rekrutimit. Edhe nj\u00eb her\u00eb, zoti Cloudman fal\u00ebnderoi me mir\u00ebsjellje p\u00ebr ofert\u00ebn dhe e informoi rekrutuesin se ishte plot\u00ebsisht i k\u00ebnaqur me pun\u00ebdh\u00ebn\u00ebsin e tij, pasi kishte kaluar vet\u00ebm disa muaj me pun\u00ebdh\u00ebn\u00ebsin e ri. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, zoti Cloudman nga kureshtja pyet n\u00ebse oferta ka t\u00eb b\u00ebj\u00eb me kompanin\u00eb XYZ dhe cila \u00ebsht\u00eb paga q\u00eb ofrohet p\u00ebr k\u00ebt\u00eb pozit\u00eb? N\u00eb p\u00ebrgjigjen e tij, punonj\u00ebsi konfirmon se b\u00ebhet fjal\u00eb p\u00ebr kompanin\u00eb XYZ, por p\u00ebrgjigja n\u00eb lidhje me pag\u00ebn mbetet e hapur. Rekrutuesi p\u00ebrfundon letr\u00ebn e tij me nj\u00eb d\u00ebshir\u00eb t\u00eb p\u00ebrgjithshme dhe formale p\u00ebr gjith\u00e7ka m\u00eb t\u00eb mir\u00ebn, n\u00eb nj\u00eb format q\u00eb zakonisht p\u00ebrdoret n\u00eb refuzimin e kandidat\u00ebve.<\/p>\n<p>Pra, \u00e7far\u00eb mendoj un\u00eb se ishte gabim:<\/p>\n<p>Rekrutuesi nuk tregoi interesim p\u00ebr informacionin e dh\u00ebn\u00eb n\u00eb profilin e zotit Cloudman. Ai duhej t\u00eb kishte v\u00ebn\u00eb re ndryshimin e vendit t\u00eb pun\u00ebs dhe t\u00eb kishte reaguar ndaj tij. Pse nuk pyeti se \u00e7far\u00eb ishte shkaku i k\u00ebsaj vendimmarrjeje? Do t\u00eb kishte qen\u00eb e arsyeshme t\u00eb pyesje edhe p\u00ebr pun\u00ebdh\u00ebn\u00ebsin e ri, n\u00ebse ai ishte i k\u00ebnaqur dhe si po shkonin jav\u00ebt e para t\u00eb pun\u00ebs? Sepse nuk \u00e7do person q\u00eb kalon n\u00eb nj\u00eb pun\u00eb t\u00eb re, e ruan at\u00eb. T\u00eb injorosh pyetjen mbi pag\u00ebn \u00ebsht\u00eb, n\u00eb maksimum, jo e men\u00e7ur. Sipas mendimit tim, nj\u00eb reagim i duhur do t\u00eb kishte qen\u00eb propozuar p\u00ebr t\u00eb diskutuar k\u00ebt\u00eb \u00e7\u00ebshtje n\u00eb telefon.<\/p>\n<h3>N\u00eb vend t\u00eb p\u00ebrfundimit<\/h3>\n<p>\nPra, duke mos qen\u00eb ekspert n\u00eb fush\u00ebn e rekrutimit, do t\u00eb lejoj t\u00eb jap disa rekomandime si p\u00ebr punonj\u00ebsit e agjencive t\u00eb rekrutimit, ashtu edhe p\u00ebr klient\u00ebt e tyre.<\/p>\n<p>Zot\u00ebrinj rekrutues, klient\u00ebt tuaj presin nga kandidat\u00ebt cil\u00ebsit\u00eb e m\u00ebposhtme:<\/p>\n<ul>\n<li>nj\u00eb m\u00ebnyr\u00eb analitike, sistematike, strukturuar dhe t\u00eb pavarur t\u00eb pun\u00ebs<\/li>\n<li>nism\u00eb dhe nj\u00eb qasje kreative n\u00eb zgjidhjen e problemeve.<\/li>\n<\/ul>\n<p>\nMendoj se k\u00ebto k\u00ebrkesa i p\u00ebrkasin edhe juve.<\/p>\n<p>Sipas mendimit tim, p\u00ebr nj\u00eb punonj\u00ebs t\u00eb agjencis\u00eb s\u00eb rekrutimit, kandidati potencial \u00ebsht\u00eb thjesht nj\u00eb num\u00ebr n\u00eb nj\u00eb list\u00eb. Ai nuk e sheh at\u00eb si nj\u00eb person. <\/p>\n<p>T\u00eb nderuar rekrutues, shtoni n\u00eb letrat tuaja ndonj\u00eb aluzion p\u00ebr individualitetin. Vini re t\u00eb dh\u00ebnat e dh\u00ebna n\u00eb profilin e p\u00ebrdoruesit, p\u00ebrdorni ato. B\u00ebni q\u00eb kandidati potencial t\u00eb kuptoj\u00eb se po i drejtoheni atij, e jo disa qindra t\u00eb tjer\u00ebve me profile t\u00eb ngjashme.<\/p>\n<p>Vendosni nj\u00eb lloj t\u00eb sistemit CRM, p\u00ebr t\u00eb sistematizuar ndonj\u00ebher\u00eb baz\u00ebn e t\u00eb dh\u00ebnave t\u00eb kandidat\u00ebve potencial\u00eb dhe informacionin p\u00ebr komunikimin me ta. Do t\u00eb ishte e d\u00ebshirueshme t\u00eb dihej sakt\u00ebsisht kur ka qen\u00eb kontakti i fundit. N\u00ebse e keni vendosur t\u00eb filloni komunikimin n\u00eb \u2018ti\u2019, kthimi n\u00eb \u2018ju\u2019 duket disi i pap\u00ebrshtatsh\u00ebm.<\/p>\n<p>Le t\u00eb shqyrtojm\u00eb nj\u00eb tjet\u00ebr histori fiktive, tani nga pik\u00ebpamja e klient\u00ebve t\u00eb agjencive t\u00eb rekrutimit.<\/p>\n<p>Supozoni se nj\u00eb integrues sistemi i mes\u00ebm, i vendosur n\u00eb nj\u00eb qytet t\u00eb madh n\u00eb jug t\u00eb Gjermanis\u00eb, \u00ebsht\u00eb duke k\u00ebrkuar nj\u00eb punonj\u00ebs p\u00ebr pozitat \u2018Senior (Company or ProductName: z.B. Citrix, WMware, Azure, Cloud) Consultant\u2019. Klientela kryesore e k\u00ebtij integruesi sistemi \u00ebsht\u00eb aty. Prandaj, t\u00eb gjith\u00eb punonj\u00ebsit kthehen n\u00eb sht\u00ebpi pas p\u00ebrfundimit t\u00eb orarit t\u00eb pun\u00ebs, e jo n\u00eb hotel.<\/p>\n<p>P\u00ebr t\u00eb k\u00ebrkuar nj\u00eb kandidat t\u00eb p\u00ebrshtatsh\u00ebm, integruesi i sistemit u drejtua Headhunter-it. K\u00ebrkesa e detyrueshme e klientit \u00ebsht\u00eb q\u00eb kandidati t\u00eb ket\u00eb dy certifikata, Professional dhe Expert (si VCAP dhe VCDX ose CCP-V dhe CCE-V). Ndoshta, n\u00eb radh\u00eb t\u00eb par\u00eb, Headhunter do t\u00eb drejtohet n\u00eb baz\u00ebn e t\u00eb dh\u00ebnave t\u00eb tij, por n\u00ebse nuk gjen nj\u00eb kandidat t\u00eb p\u00ebrshtatsh\u00ebm, mund ta b\u00ebj\u00eb si m\u00eb posht\u00eb:<\/p>\n<ul>\n<li>Do t\u00eb hap\u00eb Xing (ndoshta edhe LinkedIn) dhe do t\u00eb vendos\u00eb n\u00eb shiritin e k\u00ebrkimit emrin e certifikatave t\u00eb p\u00ebrmendura m\u00eb arriba. <\/li>\n<li>Pra, para tij \u00ebsht\u00eb nj\u00eb list\u00eb me disa qindra emra:<\/li>\n<li>Le t\u00eb p\u00ebrpiqemi t\u00eb eliminojm\u00eb ata q\u00eb jetojn\u00eb mjaft larg nga vendi i pun\u00ebs i p\u00ebrshkruar. Jo \u00e7do njeri \u00ebsht\u00eb i gatsh\u00ebm p\u00ebr t'u transferuar, ve\u00e7an\u00ebrisht n\u00eb nj\u00eb rajon me pasuri t\u00eb shtrenjta.<\/li>\n<li>Pastaj, duhet t\u00eb p\u00ebrjashtojm\u00eb ata q\u00eb, p\u00ebr shembull, tashm\u00eb mbajn\u00eb nj\u00eb pozicion m\u00eb t\u00eb lart\u00eb (Head of \u2026, Lead \u2026), punojn\u00eb p\u00ebr nj\u00eb pun\u00ebdh\u00ebn\u00ebs m\u00eb t\u00eb njohur e prestigjioz, p\u00ebr prodhuesin vet\u00eb ose si Freelancer.<\/li>\n<\/ul>\n<p>\nPra, sa kandidat potencial ka mbetur\u2026 Nuk do t\u00eb ket\u00eb m\u00eb shum\u00eb se 10, gjithsej\u2026 Kjo \u00ebsht\u00eb arsyeja pse shum\u00eb pozita mbeten t\u00eb pavendosuara p\u00ebr nj\u00eb koh\u00eb t\u00eb gjat\u00eb. <\/p>\n<p>Edhe n\u00ebse ndodh nj\u00eb mrekulli dhe nga kandidat\u00ebt e mbetur ka nj\u00eb d\u00ebshir\u00eb p\u00ebr t\u00eb ndryshuar vendin e pun\u00ebs, ky kandidat duhet gjithashtu t\u00eb p\u00eblqehet nga klienti p\u00ebr t\u00eb marr\u00eb nj\u00eb ftes\u00eb p\u00ebr intervist\u00eb. N\u00eb fund, madje edhe nj\u00eb intervist\u00eb me shum\u00eb hapa nuk \u00ebsht\u00eb nj\u00eb garanci q\u00eb ju keni gjetur specialistin q\u00eb keni k\u00ebrkuar. Si\u00e7 thoshte nj\u00eb koleg im p\u00ebr nj\u00eb tjet\u00ebr ish-koleg - \"ai \u00ebsht\u00eb m\u00eb i miri p\u00ebr 10 minuta\".<\/p>\n<p>A jan\u00eb v\u00ebrtet Headhunter-at t\u00eb paz\u00ebvend\u00ebsuesh\u00ebm n\u00eb k\u00ebrkimin e personelit t\u00eb nevojsh\u00ebm? \u00c7far\u00eb e pengon nj\u00eb punonj\u00ebs t\u00eb brendsh\u00ebm t\u00eb kryej\u00eb veprimet e p\u00ebrshkruara m\u00eb arriba? Nj\u00eb punonj\u00ebs i brendsh\u00ebm ka madje nj\u00eb avantazh t\u00eb vog\u00ebl p\u00ebrball\u00eb rekrutuesit. P\u00ebrkat\u00ebsisht, ai mund t\u00eb shoh\u00eb zinxhirin e kontakteve mes firm\u00ebs s\u00eb tij dhe kandidat\u00ebve q\u00eb e interesojn\u00eb. N\u00eb k\u00ebt\u00eb m\u00ebnyr\u00eb, mund t\u00eb p\u00ebrpiqet t\u00eb ofroj\u00eb pun\u00eb \"direkt\", duke p\u00ebrdorur zinxhirin e kontakteve.<\/p>\n<p>N\u00eb mendimin tim, shum\u00eb pun\u00ebdh\u00ebn\u00ebs e n\u00ebnvler\u00ebsojn\u00eb rekrutimin e brendsh\u00ebm. Ata jan\u00eb t\u00eb gatsh\u00ebm t\u00eb paguajn\u00eb dhjet\u00ebra mij\u00ebra nj\u00eb agjencie rekrutimi, e cila k\u00ebrkon p\u00ebr p\u00ebrputhje n\u00eb profile, pa kuptuar \u00e7far\u00eb fshihen pas t\u00eb gjitha akronimeve IT. Nj\u00eb punonj\u00ebs i brendsh\u00ebm mund jo vet\u00ebm t\u00eb vler\u00ebsoj\u00eb njohurit\u00eb dhe aft\u00ebsit\u00eb, por edhe t\u00eb kuptoj\u00eb n\u00ebse kandidati potencial \u00ebsht\u00eb realisht i p\u00ebrshtatsh\u00ebm p\u00ebr ndonj\u00eb projekt t\u00eb caktuar. Ai nuk do t\u00eb rekomandoj\u00eb at\u00eb q\u00eb nuk \u00ebsht\u00eb 100% i sigurt p\u00ebr t\u00eb. Askush nuk do t\u00eb d\u00ebshiroj\u00eb t\u00eb turp\u00ebrohet para koleg\u00ebve dhe shefave, apo t\u00eb rekomandoj\u00eb nj\u00eb kalim n\u00eb nj\u00eb kompani me t\u00eb cil\u00ebn nuk \u00ebsht\u00eb i k\u00ebnaqur. N\u00eb fakt, nj\u00eb punonj\u00ebs i brendsh\u00ebm vepron si garanti i cil\u00ebsis\u00eb s\u00eb kandidatit dhe, sipas mendimit tim, meriton t\u00eb marr\u00eb m\u00eb shum\u00eb se 2000-3000 euro.<\/p>\n<p>P.S. Shpresoj t\u00eb mos kem ofenduar ask\u00ebnd me artikullin tim, pasi qasja ndaj pun\u00ebs s\u00eb agjencive t\u00eb ndryshme t\u00eb rekrutimit ndikon ndjesh\u00ebm. Ndoshta nuk kam pasur rastin t\u00eb takohem me profesionist\u00eb t\u00eb v\u00ebrtet\u00eb.<br \/>\n<br \/>Burimi: <a content=\"nofollow\" rel=\"nofollow\" href=\"https:\/\/habr.com\/ru\/post\/442598\/\">habr.com<\/a><\/p>","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"excerpt":{"rendered":"<p>\u041e\u0447\u0435\u0440\u0435\u0434\u043d\u043e\u0435 \u043e\u0431\u0440\u0430\u0449\u0435\u043d\u0438\u0435 Headhunter-\u0430 \u0437\u0430\u0441\u0442\u0430\u0432\u0438\u043b\u043e \u043c\u0435\u043d\u044f \u0437\u0430\u0434\u0443\u043c\u0430\u0442\u044c\u0441\u044f \u043e \u0442\u043e\u043c, \u043f\u043e\u0447\u0435\u043c\u0443 \u0440\u0430\u0431\u043e\u0442\u0430 \u043f\u043e \u043f\u043e\u0438\u0441\u043a\u0443 \u043f\u0435\u0440\u0441\u043e\u043d\u0430\u043b\u0430 \u043d\u0435 \u0432\u0441\u0435\u0433\u0434\u0430 \u044d\u0444\u0444\u0435\u043a\u0442\u0438\u0432\u043d\u0430, \u0430 \u0438\u043d\u043e\u0433\u0434\u0430 \u0438 \u043a\u043e\u043d\u0442\u0440\u043f\u0440\u043e\u0434\u0443\u043a\u0442\u0438\u0432\u043d\u0430 \u0434\u043b\u044f \u0438\u0445 \u043a\u043b\u0438\u0435\u043d\u0442\u043e\u0432. \u041a\u0430\u0436\u0434\u044b\u0439 \u0438\u0437 \u0440\u0430\u0431\u043e\u0442\u0430\u044e\u0449\u0438\u0445 \u0432 IT-\u0441\u0444\u0435\u0440\u0435 \u0441 \u0437\u0430\u0432\u0438\u0434\u043d\u043e\u0439 \u0440\u0435\u0433\u0443\u043b\u044f\u0440\u043d\u043e\u0441\u0442\u044c\u044e \u043f\u043e\u043b\u0443\u0447\u0430\u044e\u0442 \u0437\u0430\u043f\u0440\u043e\u0441\u044b \u043e\u0442 Headhunter-\u0440\u043e\u0432. \u041a\u0442\u043e-\u0442\u043e \u043f\u043e\u043b\u043d\u043e\u0441\u0442\u044c\u044e \u0438\u0433\u043d\u043e\u0440\u0438\u0440\u0443\u0435\u0442 \u043f\u043e\u0434\u043e\u0431\u043d\u044b\u0435 \u0437\u0430\u043f\u0440\u043e\u0441\u044b, \u0430 \u043a\u0442\u043e-\u0442\u043e \u043f\u0440\u043e\u0434\u043e\u043b\u0436\u0430\u0435\u0442 \u0432\u0435\u0436\u043b\u0438\u0432\u043e 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